Women’s Lifestyle Preferences in the 21st Century: Implications for Family Policy

Hakim, Catherine

doi:10.1007/978-90-481-8969-4_12

Cited by 23 publications

(32 citation statements)

References 28 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In addition, the study of fertility ideals sheds light on variations in the ideal number of children between different subgroups within our societies. If different types of people are more likely to prefer different numbers of offspring, knowledge of the profile and prevalence of these types within societies may prove to be a powerful tool for predicting the response rates to specific pro-natalist policies (see Hakim 2011).…”

Section: Introduction: Why Fertility Ideals Again?mentioning

confidence: 99%

Fertility preferences: what measuring second choices teaches us

Hin¹,

Gauthier

Goldstein

et al. 2012

Populationyearbook

View full text Add to dashboard Cite

This article aims to strengthen the research methodology for studies of fertility preferences. Knowledge of personal fertility ideals is important both for demographers and policy makers, but the measurement techniques currently employed are not very refined. We suggest that the information provided by asking people about their personal ideal number of offspring can be improved in quality when asking them to also consider alternative preferences. The results of a survey conducted in the Netherlands demonstrate how measuring second (and, if desired, further) choices improves our ability to differentiate between different population subgroups. Moreover, it brings to light individuals' openness to their 'second best ideals'. Including questions on alternative ideals in surveys thus enhances the qualitative potential of studies on fertility ideals and adds a new dimension to research on the how and why of fertility gaps between desired and achieved fertility.

show abstract

Section: Introduction: Why Fertility Ideals Again?mentioning

confidence: 99%

Fertility preferences: what measuring second choices teaches us

Hin¹,

Gauthier

Goldstein

et al. 2012

Populationyearbook

View full text Add to dashboard Cite

show abstract

“…Many women work in part-time or in more flexible lower-paid positions that allow them to take career breaks, take time off for children's illnesses and events and to generally spend more time at home (Epstein et al, 2014;Cheung and Halpern, 2010;Ely et al, 2011). Whilst some argue that they choose these roles due to personal preferences (Hakim, 2006(Hakim, , 2011Walsh, 2012) the influence of the gendered society plays an important role (Crompton and Harris, 1999;Tomlinson, 2006).…”

Section: Work-life Balancementioning

confidence: 99%

Through the glass ceiling: is mentoring the way forward?

McIntosh

Tabassum²,

Deaton

2018

IJHRDM

View full text Add to dashboard Cite

Over the past 30 years, the term the 'glass ceiling' has come to be known as a metaphor for vertical segregation, symbolising an invisible barrier that prevents women from progressing in their careers. Increasingly women are found in higher level positions and mentoring has often been touted as an important way to help women break through the glass ceiling. This paper explores the continued relevance of the glass ceiling and the use of mentoring programs as a means to help women to overcome it. The findings suggest that although some women have penetrated the glass ceiling, further work is needed if a more equitable number of women are to advance to senior level positions. Whilst mentoring can play an important role in helping women to achieve more senior positions, mentoring is not a panacea but only one of many strategies that must be adopted to effectively address the phenomena of glass ceiling.taught on an MSc course in Diversity Management at the Centre of Inclusion and Diversity. She is interested in applied research in areas related to the reduction of inequality, prejudice, discrimination, racism and sexism and the enhancement of interculturalism, cultural and intercultural competence. Nayyara Tabassum is currently working in the Royal Mencap Society, London to research and improve the lives of people with a learning disability. She worked in two Horizon 2020 EU-funded projects related to gender -STAGES (based at the University of Milan, Italy) and GENOVATE (based at the University of Bradford, UK). Her main research interests are around gender, disability, work and employment, work-life balance, science, technology, engineering, mathematics and medicine (STEMM) and social inequalities. She has an MPhil in Sociology from the University of Cambridge, UK and a PhD from the University of Milan, Italy.Bryan McIntosh has worked in central government, the NHS, local government and at various academic institutions within the UK. These include University of Westminster, University of Surrey, University of Greenwich and King's College London. He is the Consultant Editor of the British Journal of Healthcare Management dealing directly with commissioning and content. He has an extensive publication record in peer reviewed journals and has worked extensively within the field of health management consultancy.

show abstract

“…The main gender differences in preferences that have been reported in the literature relate to risk and work preferences (Bertrand, 2011). Because the literature suggests that men have stronger risk preferences (Croson & Gneezy, 2009) and stronger work preferences (Greenhaus et al, 2012;Hakim, 2011), the following hypotheses are formulated for this study.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…The gender effect for promotions in terms of job authority is smaller than the gender effect for promotions in terms of job content. (Croson & Gneezy, 2009) and stronger work preferences (Fortin, 2008;Hakim, 2011;Greenhaus et al, 2012). Other determinants are gender differences in work/family preferences and conflicts between the work and family domains that are reportedly detrimental to careers (Hoobler et al, 2010), as well as the aforementioned theory that anticipated gender discrimination feeds back into individuals' choices (Azmat & Petrongolo, 2014).…”

Section: Hypothesis 1bmentioning

confidence: 99%

“…One example is the role of risk preferences: since women are more risk averse than men, women may tend to avoid job-related risks such as job-loss risk or earnings volatility, which are often associated with higher career levels (Azmat & Petrongolo, 2014). Another example concerns the role of work versus home/family preferences: if men are more career-centered, have stronger work identities or if they find status-based career satisfiers more important compared I n t e r n a t i o n a l J o u r n a l o f M a n p o w e r 4 with family-related satisfiers, then men will have stronger preferences for promotions (Greenhaus, Peng, & Allen, 2012;Hakim, 2011).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Do gender differences in career aspirations contribute to sticky floors?

Deschacht

Pauw

Baert

2017

IJM

View full text Add to dashboard Cite

Data/methods -We use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics. Findings -The main findings are that female young professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority. Limitations -The vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on interorganizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings.Originality/value -This article contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.

show abstract

Women’s Lifestyle Preferences in the 21st Century: Implications for Family Policy

Cited by 23 publications

References 28 publications

Fertility preferences: what measuring second choices teaches us

Fertility preferences: what measuring second choices teaches us

Through the glass ceiling: is mentoring the way forward?

Do gender differences in career aspirations contribute to sticky floors?

Contact Info

Product

Resources

About